First-contact queue
AI helps prepare an initial assessment. The recruiter checks the fit and chooses whom to contact; response time depends on the team.
Requests, résumés, pipeline and talent pool in one system. Super Button transfers profiles, and AI helps assess job fit. Used in Rocket Tech’s own hiring and the “Careers” section.
More applications, but no better fits
Kazakhstan. Over the year, programmer vacancies fell by a tenth while résumés grew by 14%, and each IT vacancy draws 13 applications that someone has to read. Uzbekistan. 121K students are enrolled in IT programs, and the flow of newcomers will only grow; without automated initial screening, suitable candidates wait days for a reply.
Requests, résumés, pipeline and offers in one hiring system
The system collects résumés from connected sources, parses the data and matches it against the vacancy requirements. The recruiter reviews profiles and scores and moves candidates through the stages; the team decides on interviews and offers.
AI helps prepare an initial assessment. The recruiter checks the fit and chooses whom to contact; response time depends on the team.
Super Button transfers résumés from supported job sites, OCR extracts the text, and AI fills in the fields and compares them with the vacancy. Errors are checked by a person.
Conversion, time and delays by stage show how recruitment is progressing. The effect of automation is measured on agreed vacancies, with no guarantee of a shorter time for every hire.
Position and requirements, owners and recruitment status. A closed vacancy is kept in the archive with its history.
Transfers a profile from a supported job board to a Rocket Hunt card. Extracted fields can be reviewed and corrected.
Vacancies, applications and talent pool sign-up via a Telegram bot or careers page. Example: the Rocket Tech “Careers” section. Rocket Tech careers
OCR extracts text from files, scans and photos; AI fills in contacts, experience and skills. Quality depends on the source, and the result is reviewed.
Compares experience and skills with the vacancy requirements. The recruiter reviews the score and source data; the decision stays with the hiring team.
Résumés, contacts, skills, statuses and history by vacancy. Search the accumulated database for new positions.
Stages from application to offer; candidate statuses and delays by vacancy.
A talent pool for future vacancies. Candidates are added by a recruiter or sign up via the bot.
Hiring requests and vacancy statuses are available to the recruiter and the manager in Telegram.
Documents are generated from templates using candidate and request data; terms and details are checked before sending.
Funnel, conversion, time to fill and delays. Metrics are based on available data and an agreed methodology.
Administrator, HR director, recruiter, hiring manager, interviewer and candidate. Permissions and available actions are set for each role.
Three vacancies, the bot and the funnel; before-and-after metrics under an agreed plan. Fixed price for the pilot scope.
Vacancies, recruiters and managers, talent pool and analytics by subscription; scope and limits are agreed.
Vacancies from Rocket Hunt, with applications flowing into a shared funnel, connected under contract. Example: the Rocket Tech “Careers” page.
Workshops for recruiters and hiring managers. AI for teams
“Good candidates don’t wait: if a company stays silent for too long, they move on. Rocket Hunt helps sort applications quickly, so the recruiter knows where to start. We built it for our own hiring.”
Oleg KachalinCo-founder, CEO in Uzbekistan Blog “Usataya Baza”LinkedIn
No. AI suggests a fit score; invitations, rejections and offers remain with the hiring team. Information and scores are reviewed.
Super Button, the Telegram bot and the careers page; new vacancies draw on the accumulated database and talent pool. The set of integrations is agreed.
It transfers résumés from supported job sites into the candidate profile. Chrome/Safari versions and field mapping are verified during setup.
OCR recognition is supported. Completeness and accuracy depend on file quality; data is reviewed before scoring and contact.
Candidates browse vacancies, apply or join the talent pool. The team works with applications and statuses according to their access rights.
Recruiters see vacancies and the candidate database, hiring managers their own requests and candidates, interviewers their own stages, the HR director analytics, administrators settings. Actual access rights are verified before launch.
Yes, once the integration is agreed: vacancies are published on the website and applications flow back into the funnel. This is how the Rocket Tech “Careers” section is connected.
A 30-day pilot has a fixed price for three vacancies. The subscription depends on the number of vacancies and recruiters; website integration, limits and model usage are set in the contract.
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